Political parties reach out to as many supporters, voters, and members as possible in order to enact their policies, and promote ideas and values. Normally, parties embrace new members. However, things might get tricky when these new party members are already established political figures with their own background and track record. Here are some practical tips on how to turn this situation into a win-win scenario.
The importance of party members and organisational strength
Every political party is as strong as its active and loyal members are. Members are the driving force of political organisations – they organise to generate ideas that transform into organisational policies, they support organisational leaders and politicians, they develop themselves into future politicians, all while attracting voters and new members. New members are always a great sign for a political organisation. First, it means that its values, policies and decisions have support. Second, it means that people see the potential and want to associate themselves with the organisation. Third, members are the best party agents.
Here, however, the trick is in balancing quantity with quality. In a healthy political organisation, all members have to share values, normally propagated in the organisation’s declaration of values, statutes, and resolutions. There should be a system of accountability with the party board, ethics committee or other bodies looking at any fallouts from party values. Problems sometimes occur when political organisations start aiming for big numbers and sacrificing values in their attempt to attract new members. In the mid-and-long-term this results in internal frictions and often in split-offs and formations of new political entities.
Balancing new members with core values
Political parties want to enact their policies. In order to do so, they have to persuade their partners, opponents, and society in general that their policies are the best option. Politics is the art of persuasion and creating as many allies as possible. Of course, an organisation can’t compromise on its cornerstone values, as that will likely lead to an organisation’s decline. Politics is also about the exchange of ideas and experience. You really need “fresh blood” for this process. However, new members with pre-established political careers can create a backlash within the organisation. Seasoned politicians can be a valuable asset, as they normally come with their supporters, ratings, and attention. But what place will they have in the new party? How can they become one of party leaders if they have not invested as much energy, work, and time into developing this organisation as many “old” members? What place within the party list will they have? The last question is important since normally big changes in politicians’ party affiliations happen in the pre-election period.
Dealing with political dynamics and power structures
To minimise backlash within the organisation and capitalise on the synergy of established newcomers joining a political party, the key is in the onboarding process. Party leaders have to proactively communicate with members on the reasoning behind their decision to welcome a particular politician. At the same time, they have to preventively explain to this politician the organisation’s internal rules, history, do’s and don’ts. Only if you can ensure that everybody is on the same page and shares common goals, will you be able to capitalise on your established newcomer. Otherwise, you risk alienating your members and voters, potentially worsening your standings and electoral results. If all parties involved in the onboarding process have similar answers to the questions“why this particular person” and “why now”, there is potential for success.
Maximising benefits while minimising risks
Newcomers, whether established or not, ensure new energy and ideas that are vital for a political party’s development. Encircling oneself with red lines is dangerous and can lead to stagnation. But as always, the devil is in the details and organisations have to invest enough time and effort in the onboarding process to capitalise on the move and ensure a smooth and friendly transition. It is not a question of whether or not an organisation ought to accept established newcomers, the right question is how to better do it.
